policy · Company
Overtime Policy
Overtime Policy
Purpose
Define when overtime is permitted, how it is approved and recorded, and how approved overtime is compensated.
Normal working hours are defined in Office Hours Policy. This policy applies only to approved work beyond the applicable normal schedule.
Core Principle
Blinto does not encourage routine overtime. Overtime is an exception, not the normal operating model.
Managers should plan capacity, scope, staffing, and deadlines so recurring overtime is not used as a substitute for good planning.
There is no arbitrary evening threshold—such as 7:00 PM—that must be reached before work can qualify as overtime. Overtime is based on approved work beyond the applicable normal schedule and the applicable employment/legal treatment.
When Overtime May Be Justified
Examples include:
- production outage or website downtime;
- serious security incident;
- emergency bug fix;
- critical deployment with a genuine time constraint;
- unavoidable client commitment outside normal hours;
- another exceptional delivery need that cannot reasonably be rescheduled.
A deadline alone does not automatically justify overtime when the underlying issue is avoidable poor planning or unmanaged scope.
Approval
Planned overtime requires:
Team/Department Lead → People Operations/HR → CEO
The request should identify why overtime is necessary, who is required, and the expected duration where practical.
Emergency overtime
Where an immediate incident makes advance approval impractical, the responsible lead may authorize the minimum emergency work necessary to protect service, security, client interests, or company assets.
The overtime must then be documented and escalated to People Operations/HR and the CEO as soon as practical.
Compensation
Blinto compensates approved overtime rather than treating it as unpaid extra work.
For employees/workers covered by applicable Bangladesh statutory overtime provisions, approved overtime is paid at 2× the applicable ordinary overtime wage basis, using the legally applicable wage components and calculation method.
For employees whose role/classification is not covered by that statutory calculation, Blinto's internal default is 2× the employee's approved hourly base rate for approved overtime unless the employment contract or another approved policy provides a more favorable treatment.
People Operations/HR must confirm the applicable classification and payroll calculation before payment. Managers should not independently promise or calculate a different multiplier.
Recording & Payroll
Approved overtime hours must be recorded accurately through the current attendance/payroll process.
The record should identify, where applicable:
- employee/team member;
- date;
- approved overtime hours;
- reason/work performed;
- approving lead;
- required HR/CEO approval or emergency escalation;
- payroll/compensation treatment.
Unrecorded or unapproved overtime should be investigated rather than automatically normalized as a recurring work practice.
Manager Responsibilities
Leads/managers should:
- avoid creating a culture where staying late signals higher commitment;
- approve/request overtime only when justified;
- use the minimum reasonable overtime required;
- ensure overtime is recorded and escalated correctly;
- treat repeated overtime as a capacity, planning, scope, staffing, or process signal.
People Operations Responsibilities
People Operations/HR:
- reviews planned overtime requests;
- maintains required overtime records;
- confirms classification and compensation calculation;
- coordinates payroll treatment;
- monitors recurring overtime patterns;
- escalates systemic overtime issues to leadership.
Future Policy Options
Blinto may later adopt additional overtime controls without reducing statutory or contractual entitlements, including:
- compensatory time off for eligible roles where legally and contractually appropriate;
- defined monthly overtime caps;
- stricter approval thresholds for non-emergency overtime;
- team-level capacity review when overtime repeats;
- time-window restrictions for non-critical work;
- mandatory recovery/rest after unusually late critical work;
- separate treatment for client meetings outside normal hours versus execution work.
These are not current rules unless formally approved and incorporated into the canonical policy.
Exceptions & Escalation
Escalate to People Operations/HR when:
- overtime is becoming routine for a person/team;
- approval or compensation treatment is unclear;
- classification/payroll calculation is uncertain;
- emergency work occurred before normal approval;
- a manager/team member disputes recorded overtime;
- a contractual or legal requirement may provide a more favorable entitlement.